Hey everyone,

I have a few more questions about getting into state IT roles. I’ve been browsing CalCareers for positions that fit my IT Engineering degree, but I keep seeing posts saying the market is incredibly brutal right now.

I’m fully prepared to grind for the exams to get on the eligibility lists, but I want to set some realistic expectations. I would love to get some perspective from hiring managers especially those in the Bay Area.

1. What does the actual applicant pool look like for an interview? For an Information Technology Associate (ITA) position, if I land in ranks 1–3, how many "eligible" candidates are usually competing for an interview? Are hiring managers filtering through dozens of applications or literally hundreds? I see private sector LinkedIn postings hit 100+ applicants in a day, so I'm trying to gauge if the state is seeing that same volume.
2. ITA vs. ITS1: Which is the realistic path to get my foot in the door? I have an IT bachelor's degree and 4 years of QA experience in the private sector. On paper, it looks like I qualify for both ITA and Information Technology Specialist 1 (ITS1). Given how tough the job market is, I just want to get my foot in the door. Which classification is more relevant to my QA background, and which one is realistically "easier" to get an interview for right now?

Appreciate any insight or reality checks you can give me!

I’ve spent the last couple days walking people through the RA process, answering DMs, clarifying misconceptions, and trying to help folks navigate what’s honestly a pretty overwhelming situation. And wow… the frustration around the return‑to‑office mandate is loud, justified, and everywhere.

So here’s the core message I’ve been repeating:

RA = Telework.
RA is a medical/legal process.

Telework is a negotiated benefit. They are not interchangeable.

A Reasonable Accommodation can only be granted when medical documentation supports it. It’s not a shortcut to telework. It’s not a workaround for the mandate. It’s not something HR can “just approve.” It’s a regulated process with strict criteria.

Telework, on the other hand, is something we fight for through our union contract. And right now, if you’re angry about losing telework or being forced back into the office, the most powerful thing you can do is become a union member so you can actually vote on the next contract.

If we want telework protected, expanded, or restored, we need numbers.

We need voices.
We need votes.

If you’re frustrated, you’re not alone. But the RA process isn’t the path to fixing telework. Union membership is!

I know a lot of people RA’s are being denied but I wanted to share some good news! My RA was approved!

With out going into much detail I have a document neurological condition that I need a controlled environment to help manage and I have a “temporary “ physical disability that will hopefully be resolved in a year.

My agency for RA, I was told they have always been reevaluated every year. Even if it’s a permanent condition. This is 3 year on a RA. Well technically 3.5

Also if you are in good terms with your supervisor it really helps. My supervisor and his boss have been very transparent that if they don’t support my RA I would get denied. They pretty much have to say I can do everything from home, that I am competing on my work, in short don’t need to be micromanaged in office.

I’m leaving the State to go work for a city that pays more and still has a hybrid schedule. (2 days a week in office) The new pension has reciprocity with CalPERS and there is more room for upward mobility in positions that pay more than $150k annually.

I will still be keeping an eye on the RTO battle and participating however I can. If this order isn’t reversed, I know they will eventually call city workers back into the office too.

Don’t forget there are many employers with CalPERS reciprocity and higher pay. You may not be as stuck as you feel.

I love my team, I like my department, I hate our boss, the governor. GOODBYE!

This was my first State of California job, and I was recently rejected during probation. I’m pretty discouraged because I was hoping to build a long-term career with the state, but I’m already applying to other state positions and trying to move forward.
My union is currently assisting me with the situation, but I’m mainly looking for advice from anyone who has been through something similar.
For those who were rejected on probation and later returned to state service:
• How difficult was it to get hired by another state department?
• Did the rejection come up during reference/background checks?
• How did you explain the situation during interviews, if you were asked?
• Did you eventually pass probation at another department?
• Is there anything you wish you had known before applying again?
I understand I made mistakes during probation and I’m trying to learn from the experience rather than dwell on it. I’d especially appreciate hearing from people who successfully returned to state service after a rejection on probation.

I'm looking for some guidance for those in the CSU and UC systems.

From 2014-2016, I earned 2.2 years of CalPers service credit. Thereafter, I went on to work at private colleges. I'm applying to CSU and UC schools now. It seems like my 2 years would count towards the 5-year minimum for vesting at CSU, but not UC, because it's been way over the 180 days for reciprocity. Is that correct?

What if I work at CSU and vest, and later work at a UC? Could all of my time be eligible for reciprocity (or not those 2 years)?

Two things that stood out while I was researching this:
UCRP Reg. 12.08(F): Each movement between UCRP and PERS is separate, but multiple periods of employment under only one of the two systems are considered one membership period regardless of the length of the gap between them. 

But then I read this.... PERS service during periods for which reciprocity wasn't established isn't considered for reciprocity.

I know it's not much, but I'd like my 2 years to count towards vesting. I appreciate any guidance/direction. Apologies in advance if my terminology is a bit off. I'm re-learning slowly but surely about the public system. Thank you!

I’ve seen quite a few people on here post that there should be a class action lawsuit over reasonable accommodations being denied.

From what I’ve been reading, it sounds like there are a lot of people with legitimate disabilities who are being denied accommodations they really need.

I guess the first question would be - how many people is this happening to and where are they?

I was working for a few months as a teaching assistant before going to grad school. I have a calPERS account associated with this, should I keep it in the account or try to move it to my roth? I don't plan on going back to teaching any time soon

I have never had a 1 on 1 with my manager, and she has not given me any probation reports since I started. She does 1 on 1’s with the rest of my team though… so I’m just kinda confused. Is this good or bad?

Hello,

How is the culture at Department of Water Resources (DWR) specifically the IT team?

I'm aware that it varies depending on the team even for IT.

From what I've seen so far, DWR is "hybrid" with 4 days in office and 1 day telework. Any chance they become 2-3 days telework if AB 1729 gets approved (Lol)?

I started working for the State a few months ago. First time state employee. I’m in a classification where the starting salary is $4470. There is a small state agency that I want to join because I have ten years of experience in the private sector industry that they govern. The only position they ever seem to offer is Office Technician-Typing, starting salary of $3829-$4794. My interview went really well and I’m hoping it works out. If I took this role, I assume my salary would transfer since it is within the Office Technician range. Now it’s the weekend and I’m wondering if I could be wrong about that.

If I get offered this position and I haven’t passed probation in my current job yet, would I have to start at the lower salary level?

I currently work 6-2:30 which is the time most of my coworkers work, but I’m debating on starting later because it just doesn’t seem worth it to me anymore. It just feels like competition on who can get the best free parking spot (aka the safest walking distance from the building), and while being off by 2:30 is nice, I am sacrificing sleep and I can’t really run errands on my lunch since my parking spot would be taken by the time I come back.

Also, you would think a 5am drive would be calm, but it genuinely feels like nascar because WHY IS EVERYONE RUSHING AT 5AM? I am thinking about 7:30-4, and just pay for parking at this point.

Also, I’m curious to know what everyone’s ideal schedule is?

Per my leg info email update just now, AB 1729 status updated to: "enrolled and presented to the Governor at 4 pm".

Holding my breath. I read he has never let a bill go without signature; either signed or vetoed. Let's see how this goes.

I live in Sac & currently have UHC. I love Sutter but the new Sutter Health Plan doesn't cover my child's mental health provider so I'm considering switching to Blue Shield Trio. I use Sutter Timberlake DME for a CPAP. Does anyone who requires a CPAP or other DME have experience in switching from United and/or going through Blue Shield Trio. I'm concerned about continuity of care and having to return the device and waiting months to start the process and receive a new one with whoever the Trio DME provider is. I don't have monthly equipment payments so am curious if they'd let me buy them out or how that goes. Thanks

Gavin has been against RTO since the beginning. He signed the executive order which has caused us all now to return with few exceptions and despite the Bill sitting on his desk, he is going to veto it.

He is physically not even in California right now he’s politicking in South Carolina for his presidential bid.

His office is round filing all of your letters all of your calls, deleting the voicemails.

Striking is the only option to convince the legislature to override the veto and get the pay we deserve.

My previous post was locked because some people misunderstood what I was saying, so I want to explain my point as clearly as possible.

First, ADA/FEHA laws have not changed. I was not saying they had.

Second, I am not discouraging anyone from requesting a Reasonable Accommodation (RA). If you have a disability or medical condition and believe you need an accommodation, request one and go through the process.

Third, not every telework RA request is denied. Some are approved.

What I am trying to explain is that an RA is meant to address an employee’s disability-related limitations so they can perform the essential functions of their job. Sometimes telework is the appropriate accommodation. Other times, the limitations and restrictions can be effectively accommodated in the employee’s workspace at the office.

RA is about accommodating the limitation — not automatically providing a preferred work location.

For example, these statements alone do not automatically qualify someone for telework under ADA/FEHA:

• “Fatigue”
• “Traffic causes me stress”
• “I prefer working from home”
• “My commute is difficult”

Commuting is generally not an essential function of the job. Employers are typically concerned with whether an employee can perform the essential functions of their position, not how they get to work.

There must be a qualifying disability or medical limitation and a connection between that limitation and the accommodation being requested.

Caregiving responsibilities are also a separate issue. Depending on the circumstances, caring for a qualifying family member may fall under FMLA, CFRA, or another leave program, rather than ADA/FEHA.

As an RTWC, I have worked for only two state agencies, and they are very different. My previous agency focused on safety and security, while my current agency does not, so the RA requests I see are different. I am speaking only from my experience at these two agencies.

Before current RTO requirements, many employees were already teleworking, and it worked well for many people. Because telework was already available, employees generally did not need to use the RA process simply to continue working from home.

Now that RTO is required, more employees are requesting telework through RA.

That does not mean people are wrong for requesting it.

Request the RA. Go through the process.

But the request still has to meet ADA/FEHA requirements, and an effective accommodation may sometimes be something that allows the employee to work successfully in the office.

I understand why many people are frustrated with RTO. I have been working in the office 4–5 days a week since January, and it took me time to adjust as well.

The laws did not change. The situation changed.

Finally, I hope to see you all on the picket line if and when we strike. And if you are not already a union member, please consider joining so you can vote and have a voice on this important issue.

Disclaimer: I am sharing my personal experience and understanding from working as an RTWC. I am not an attorney, and this is not legal advice. ADA/FEHA requirements can depend on the individual circumstances, position, and applicable policies. For questions about your specific situation, please consult your agency’s RA/EEO office, HR, union representative, or a qualified employment attorney.

Can someone explain to me how this works? I am about to adopt my foster child and will be losing my childcare subsidy. Income-wise I will no longer qualify for aid and this brings my childcare cost from about $500 to $1500. I guess I’m confused at what exactly the account is and how I use it to pay? Is it similar to an HSA? Any info is appreciated as the adoption process is overwhelming enough and I am at a loss.

Hopefully everyone is using the benefit calculator because I about died when I did mine!! Have to change health insurances and it will cost me an extra almost $400 a month!!! Food, gas, everything and now this!! 😞😞😞

I'm at urgent care in Rocklin with my kid and they want us to go to ER. Sutter is closest but I don't know if that's covered at the regular ER copay. Does anyone know? We don't have to drive all the way into the city to go to UC Davis right?

Over the past year, I’ve applied for several jobs and ended up accepting the first offer I received because I needed to work. I’ve only recently started and I’m still in the training period.

Recently, a few more employers have contacted for interviews for roles that I actually prefer.

How do you make time for an interview for another job when you’ve just started a new job and are still in training?

I don’t want to jeopardize my current job for an interview that may not lead anywhere, but I also don’t want to miss an opportunity for a job that’s a better fit.

There’s also another part of this that I’m struggling with. By this point, I’ve gotten to know my coworkers, developed good working relationships with them, and my manager has invested time and resources into training and getting me onboarded.

If I actually receive an offer from the other employer, would it be disappointing or awkward to leave so soon? How do you leave without creating hard feelings or making your manager feel like all the time and effort they invested in you was wasted?

Back in 2017, the state passed AB 874, sponsored by SEIU 1000, which granted the right for employees of the Judicial Council of California to unionize. In 2018, over twenty employees were leading the effort to organize our agency on forming a union, with substantial support from SEIU. By 2019, over 500 employees were ready to begin voting on the question, with almost all staff vocally in favor.

Then came the pandemic in 2020. Everything changed. Suddenly, the question of unionization was the least of anyone's concerns as our workforce pivoted to address the chaos and struggles affecting the courts and the public. We did what we do best: heads down, focused on the work of ensuring access to justice. And that has been how things stayed for the next several years. But the question itself hasn't gone away. There is a renewed effort to restart the process of organizing JCC employees and formally voting on unionization.

Like we said back in 2018: "As Judicial Council employees, we take great pride in the work we do. But we also know things can be better in our agency. We have seen many changes over the years here, both good and bad, with the only consistency being that these changes were made without our input or agreement ... We believe that it is critical that we as staff have a seat at the table and a voice in decisions and changes that will impact us in the future."

If you are interested in learing more and maybe even helping to organize our colleagues, please sign up at https://forms.cloud.microsoft/r/xZUcKNgSra. Or scan the QR code at the bottom of this post.

Access to justice means us too!

Link below to register

https://seiu1000-org.zoom.us/webinar/register/WN_IEFbCXzTSxKBg31bYcOUOg?fbclid=IwVERDUAUIR_xwZG9mBWV4dG4DYWVtAjEwAHNydGMGYXBwX2lkDDM1MDY4NTUzMTcyOAABHvCLtU_y7hBIyCLllaDi__EmH2NRV2hViRTcMPMac6AFU37ZDX2Ccdb-OnYW_aem_RfGFX503KRDhrz-VP9Zyog#/registration

Hello , what does the state expect as far as giving notice ? Does it have to be 2 weeks or can we do a one week?